Job Analysis Plan
Career Development Plan Part I—Job Analysis and Selection
Tina de Leeuw-Runk
HRM/531
December 20, 2010 Danielle Lombard Sims Career Development Plan Part I—Job Analysis and Selection
Introduction
InterClean has just merged with EnviroTech and has taken on a new strategic direction. The company will provide full-service cleaning solutions for organizations in the health care industry and no longer sell only cleaning products. As a midlevel sales manager, I will need to select my sales team by developing a plan that will include the analysis methods used to create a job analysis, and a workforce planning system on sales development for the team. I will exploit internal recruitment as there is a solid talent base in the current sales team. I believe that the structured interview method would be an effective tool to select the final five members of my sales team.
Job Analysis
According to Cascio (2006), job analysis includes a job description that summarizes the task requirements and job specifications that summarizes personal characteristics necessary to do the job such as education, experience, training, and personality. It provides a deeper understanding of the behavioral requirements of jobs, promoting efficiency, and minimizing overlap or duplication.
The five methods typically used to gather information necessary for job analysis is job performance, observation, interview, critical incidents, and structured questionnaires. They are described below:
1. Job performance: performs the job.
2. Observation: simply observe without interfering and record the what, why, and how of the various parts of the job.
3. Interview: a standard format to collect input from the interviewees in which all questions and responses are restricted to job-related topics.
4. Critical incidents: brief incident reports that describe particularly effective or ineffective sales
Tina de Leeuw-Runk
HRM/531
December 20, 2010 Danielle Lombard Sims Career Development Plan Part I—Job Analysis and Selection
Introduction
InterClean has just merged with EnviroTech and has taken on a new strategic direction. The company will provide full-service cleaning solutions for organizations in the health care industry and no longer sell only cleaning products. As a midlevel sales manager, I will need to select my sales team by developing a plan that will include the analysis methods used to create a job analysis, and a workforce planning system on sales development for the team. I will exploit internal recruitment as there is a solid talent base in the current sales team. I believe that the structured interview method would be an effective tool to select the final five members of my sales team.
Job Analysis
According to Cascio (2006), job analysis includes a job description that summarizes the task requirements and job specifications that summarizes personal characteristics necessary to do the job such as education, experience, training, and personality. It provides a deeper understanding of the behavioral requirements of jobs, promoting efficiency, and minimizing overlap or duplication.
The five methods typically used to gather information necessary for job analysis is job performance, observation, interview, critical incidents, and structured questionnaires. They are described below:
1. Job performance: performs the job.
2. Observation: simply observe without interfering and record the what, why, and how of the various parts of the job.
3. Interview: a standard format to collect input from the interviewees in which all questions and responses are restricted to job-related topics.
4. Critical incidents: brief incident reports that describe particularly effective or ineffective sales
References: University of Phoenix. (). InterClean - EnviroTech merger scenario. Retrieved from University of Phoenix, HRM531 - Human Capital Management website. University of Phoenix. (). InterClean scenario attachment A. Retrieved from University of Phoenix, HRM531 - Human Capital Management website. University of Phoenix. (). InterClean scenario attachment B. Retrieved from University of Phoenix, HRM531 - Human Capital Management website. University of Phoenix. (). Employee profiles. Retrieved from University of Phoenix, HRM531 - Human Capital Management website. Cascio, W. F. (2006). Managing human resources: Productivity, quality of work life, profits (7th ed.). New York: McGraw-Hill.